Pay and Grading resouces

This section includes advice for UNISON members on S.C.C. pay and grading appeals process/procedure. And also provides a wealth of information to guide you through the process including Job families / profiles, the new Council terms and conditions, and how your job evaluation score was calculated

Your Pay and Grading Team

Pay and Grading Team’s proud record (2012)

(2012) The Branch’s Pay and Grading Team has succeeded in winning improved pay grades in more than 70 per cent of the cases they have taken on behalf of members.The team has taken on over 120 cases in the last 18 months and the vast majority have had a successful outcome.

Departments where members (appellants) have been helped by the team include Early Years Practitioners, Bereavement Officers, Cemetery Supervisors, Environmental Protection Officers, Environmental Health and Youth Offending Officers.

Jane Knight, Gareth Burden, Angela Hall and Nigel Hann have been working tirelessly to prepare for, and represent members in the hearings.

Jane said: “We guide members through the Allocation Tool Kit and help to prepare the necessary statement of case to demonstrate a greater “knowledge” score and “Job Working Conditions” score.

Jane said: “We have achieved a high success rate and the people who have benefited from it have told us they are very grateful for the help and support UNISON has provided.
“We always work hard to achieve fairness for our members and make sure they are receiving the pay they are entitled to.”

Jane said the team was now moving forward to taking on Stage 2 appeals for support staff in schools this year.

Mick Kerrigan a Bereavement Services Officer said “I would personally like to thank the pay and grading team for their help in our recent successful appeal. It’s fair to say that without their help we could not have achieved such a positive outcome and increase in our pay”

Useful resources

GUIDANCE FOR COMPLETING APPEALS FORM

GUIDANCE FOR COMPLETING APPEALS FORM

(31.03.10) Stage 2 appeals form guidance – Members have 4 weeks from their stage 1 appeal meeting to register to go to stage 2 of the process.
At this stage detailed cases are not required; this guidance should assist you with completing the form.

(31.03.10) At the bottom of each job profile is a grid that shows the job evaluation factor level attributed to each of the factors of the GLPC job evaluation scheme for that profile, excluding the 3 job working conditions factors that have been scored independently. Please refer to the scoring grids at the back of the GLPC scheme (word document) to convert the levels identified into scores. It is your overall score that will ultimately determine your future grade.

This document provides brief descriptions for each of the levels available within each factor of the GLPC job evaluation scheme. Tables are available at the end that shows how the levels are converted into points.

(31.02.10) This toolkit includes changes to the original and is the one the council will be using for appeals. Members need to study the family they have been put into to determine if the changes impact on their outcome.

(31.03.10) The council has provided the following lists of the job groups allocated to each of the job profiles and their grade outcome. These lists may not provide a complete picture as some of the grades may differ if the score allocated to a job group for the 3 job working conditions factors increases the overall score for that job group sufficiently to warrant a move them into a higher grade. this information may help you to determine potential comparator groups’

The outcomes shown in these documents arise from the decision taken by the Council’s trained managers using the Council’s Job Allocation toolkit.

The job groups originally allocated to each of the job profiles

The jobs groups originally allocated to each of the job profiles along with the original levels allocated to job groups for each of the Job Working Conditions factors (JWC) and the original total JWC score for each job group

The grades for job groups had the original job allocations stood. These are shown in ranking order and also show the numbers of green circle (pay gainers) and red circle (pay losers) identified in each job group.

The Council has made a significant number of amendments to these original job allocations during their ‘moderation’ processes, which has altered the outcome for several thousand employees.
We believe that this information provided and the number of amendments made, clearly demonstrates the flaws in the Council’s processes.
How is it possible that the Council’s trained managers, using the Council’s Job Allocation Toolkit could get so many original allocations wrong?
This is a question you will probably ask, whether or not you get an answer is another question!

Whilst there are some changes to employees previous terms and conditions, thanks to the support and actions of members, UNISON made significant improvements on the Council’s original proposals, called ‘the Sheffield deal’, managing to retain the core national conditions, making improvements in some areas.